Store:Spanish Products

3 Spanish Employee support modules; Hiring & On-boarding, Training, Retaining

Think like a wise man but communicate in the language of the people.

…William Butler

Learn their language and you will turn employees into believers.  Teach them English and you will turn them into followers. 

…Sharon Tinberg

View the below video to see why Sharon created these packages

 

 

 

MODULE I-HIRING AND ORIENTATION-English
Application for employment-English 5
Finding, Interviewing and Hiring the very Best cleaners 19.95
Interviewing questions-English 5
Cash Advance Contract-English & Spanish 5
Cleaning Tools Acceptance Form (English) 5
Employee Handbook – English 30
Employee Handbook Quiz – English 5
Job Description – Partner – English 5
Job Description – Team Leader – English 5
Noncompetition and Nonsolicitation Provisions-English 7.5
Request for Time Off-English & Spanish 5
Daily Evaluation Form for 10 day new cleaner training program 5
Orientation Person of Influence video for owners in English – $34.95 34.95
137.4
HIRING AND ORIENTATION-Spanish
Application for employment-Spanish 7.5
Interviewing questions-Spanish 7.5
Cleaning Tools Acceptance Form Spanish – $5.00 5
Employee Handbook – Spanish – $40.00 40
Employee Handbook Quiz – Spanish – $12.00 12
Job Description – Partner – Spanish – $7.50 7.5
Job Description – Team Leader – Spanish – $7.50 7.5
Noncompetition and Nonsolicitation Provisions-Spanish – $10.00 10
English/Spanish Cleaning Vocabulary List – $15.00 15
Daily Evaluation Form for 10 day new cleaner training program –Spanish $7.50 7.5
119.5
Total English and Spanish for Module I Hiring and On-boarding
256.9

ON SALE UNTIL THURSDAY 6/13/19 FOR $99.99

$256.90 Add to cart

Module II-Cleaning Bundle English & Spanish
Cleaner roles and Responsibilities-2 & 3 Person Teams – $5.00 5
House cleaning training-C.O.R.E. English & spanish-Full 5 module sets – $699.00 699
Cleaning notebook for C.O.R.E. training (English)-Maid Easy Reference Guide Educator – $30.00 30
Cleaning notebook for C.O.R.E. training (Spanish)-Maid Easy Reference Guide Educator – $40.00 40
Seminar Recording: C.O.R.E. training Implementation for DVD Buyers – $19.95 19.95
 Total English and Spanish for Module II Cleaning Bundle 793.95

ON SALE UNTIL THURSDAY 6/13/19 FOR $349

$799.00 Add to cart

Module III-Retention Module Videos in Spanish and English-$19.95/videos   $5/Quiz
Seminar Recording Worksheet: 7 Habits of Highly Successful Cleaning Employees Part 1-English & Spanish 10
Seminar Recording Worksheet: 7 Habits of Highly Successful Cleaning Employees Part 2-English & Spanish 10
Seminar Recording Worksheet: Building a Winning Team Part 1-English & Spanish 10
Seminar Recording Worksheet: Building a Winning Team Part 2-English & Spanish 10
Seminar Recording Worksheet: Habit #1 Being Proactive-English & Spanish 10
Seminar Recording Worksheet: Habit #2 Begin With the End in Mind-English & Spanish 10
Seminar Recording Worksheet: Habit #3 Put First Things First-English & Spanish 10
Seminar Recording: 7 Habits of Highly Successful Home Cleaning Employees Part 1-English & Spanish 39.9
Seminar Recording: 7 Habits of Highly Successful Home Cleaning Employees Part 2-English & Spanish 39.9
Seminar Recording: Building a Winning Team Part 1 for Cleaning Team Leaders-English & Spanish 39.9
Seminar Recording: Building a Winning Team Part 2 for Cleaning Team Leaders-English & Spanish 39.9
Seminar Recording: Dealing with Rude and Pushy People-English & Spanish 39.9
Seminar Recording: Habit #1 Being Proactive-English & Spanish 39.9
Seminar Recording: Habit #2 Begin With the End in Mind-English & Spanish 39.9
Seminar Recording: Habit #3 Put First Things First-English & Spanish 39.9
 Total value of Module III-Retention Module Spanish and English 389.2

ON SALE UNTIL THURSDAY 6/13/19 FOR $149

$229.60 Add to cart

Total package value $1280.45 purchase all 3 and save  25% or pay only $960.00

On sale until Thursday 6/13/19 for only $449 payment in full

$960.00 Add to cart

or $99 down and 4 easy payments of $99

Module I will be sent after down payment, Module II after 4th payment and Module III after last payment

$99.00 / week for 4 weeks and a $99.00 down Add to cart



Employee Handbook – English & Spanish

BE SPECIFIC & CLEARLY DEFINED WITH YOUR POLICIES, SHARE THEM WITH YOUR EMPLOYEES, CONSISTENTLY DEPLOY DISCIPLINARY ACTION AND YOUR POLICIES WILL MANAGE FOR YOU

KEY FACTOR:

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People will not do what you expect them to do if they do not know what your expectations are. People will also not do what you expect them to do if you do not consistently follow through with expected actions/consequences when the policies are broken. If you let your policies manage your business, not your emotions or your current needs, you will find yourself facing fewer and fewer problems each day. Anything not covered in an employee handbook is left to the judgment call of the employee. The consequences from their judgment call are felt directly by your company.

ACTION ITEM:

Clearly state your company policies to a new hire on their first day of work and then give them a copy of the policies in writing. Be specific with your policies and be sure your employee understands them. When a policy is broken or not honored be sure to deploy the appropriate disciplinary action in a timely basis. Letting your policies manage for you is not the only benefit of this process, it also highlights and supports your culture of professionalism and fairness. Cover everything from company values to apron responsibility in your company handbook. Be specific with the policies regarding each area.

IMPLEMENTATION PROCESS:

The following is a list of the items that should be covered in a company handbook. Put a handbook together writing support material regarding each area.
You can also purchase our Microsoft Word document employee handbook that covers each of the below areas. You can easily customize it to reflect your company. It is available in English and Spanish.

Introduction
Purpose of Employee Handbook
Employment at Will
Authority and Distribution of Employee Handbook
Company History
Acknowledgment of Receipt and Reading
Company Organization
Company Mission Statement
Open Door
Role of the Employee
Quality Statement
Drug-Free Workplace
Attendance
Equal Employment Opportunity
Automobile Accidents
Workplace Harassment and Sexual Harassment
Cellular Phones
Smoke-Free Workplace
Company Vehicles
Cleaning Tools and Supplies
Corrective Action
Dress Code
Driver Safety
Employee Classifications
Gasoline Credit Card
Insurance-Employee Accident & Disability
Insurance-Automobile
Insurance-General Liability
Honored Holidays
Meals and Break Periods
Jury Duty
Minimum Hours per Week
Leaves of Absence
Lost Payroll Checks
Overtime
Open Position Postings
Pagers
Pay Advances Against Earned Pay
Paychecks
Referral of New Employees
Polygraph Tests
Resignation or Termination
Retroactive Pay
Performance Reviews
Safety
Starting Times
Time Sheets
Tuition Reimbursement
Transportation
Vacations
Wages
Acknowledgement of Receipt & Reading Form

Ines Cohron Testimonial – Total Home Cleaning – Summit, NJ –


 

Ashley Windsor Testimonial – CleanSpace –

 

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WEDNESDAY 3/4/15 THROUGH FRIDAY 3/6/15 PURCHASE HANDBOOK(S) AND GET CORRESPONDING QUIZ FOR FREE

Employee Handbook – English

Only $30.00

$30.00 Add to cart

Employee Handbook – Spanish

Only $40.00

$40.00 Add to cart

Employee Handbook – English & Spanish

Only $55.00

$55.00 Add to cart

STOP–NO NEED TO BUY THESE***SEE ABOVE

Employee Handbook Quiz- English

Only $5.00

$5.00 Add to cart

Employee Handbook Quiz – Spanish 

Only $12.00

$12.00 Add to cart

Employee Handbook Quiz- English & Spanish

Only $15.00

$15.00 Add to cart

 

 



Disciplinary Actions – Verbal, Written & Probationary Forms – English & Spanish

WHILE WE ARE FREE TO CHOOSE OUR ACTIONS, WE ARE NOT FREE TO CHOOSE THE CONSEQUENCES OF OUR ACTIONS.

STEPHEN COVEY

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KEY FACTOR:

Have you ever observed an extremely naughty child in public? If you are like me you have probably thought to yourself, why would the child behave any differently? They certainly aren’t suffering any consequences from their actions. Managing your employees is exactly the same. Do not allow your employees to choose the consequences of their actions because you aren’t choosing any for them. Do not set any policies or procedures if you do not intend to enforce each and every one of them. Timely discussions and/or disciplinary action can save a really good employee. You owe timely consequences to your employees. The key factor is to administer the proper disciplinary action the same day, when possible, but no more than two days from the date of the infraction. If there are no consequences, or occasional consequences, not only do you leave yourself open for a discrimination case but you lose all influence with your employees. They will begin to choose their own actions and consequences. At this point you have lost total control.

ACTION ITEM:

One of the best ways to send a signal to cleaners that infractions will not be tolerated is to use a system of verbal, written and probationary notices. Develop a written and probationary form.

IMPLEMENTATION PROCESS:

Any employee who demonstrates continual poor performance, poor behavior, violates a policy or demonstrates inappropriate workplace conduct should be given a verbal warning. This should be behind closed doors and documented in the employee’s file. There should be an agreed upon correction plan and some closer dates with expectations attached with the verbal warning and documented in the employee’s file as well. If expectations are not met then the employee should receive a written warning which will be signed by both the employee and the owner/manager stating specific problem areas, documentation of infractions and expected performance improvement with dates. If these expectations are not met the same will happen on a probationary notice. If there is still no improvement the employee will be terminated. Follow this process for all infractions; attendance, punctuality, quality of work, excessive breakage and damage, etc. If you faithfully follow this process with every infraction and document everything you will never lose an unemployment case, probably will never lose a law suit, and your employee turnover rate will drop because you will come across to your employees as an organization with clear expectations both verbally and by way of your actions.

An added bonus to using a timely system of disciplinary action is one verbal warning generally fixes the problem. The employee really did not understand how important ‘it’ was. Perhaps they didn’t, perhaps they did, who knows? What is clear to the employee now is that it is extremely important. Most employees will fix the problem.

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Disciplinary Actions – Verbal, Written & Probationary Forms – Spanish

Only $5.00

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FINAL HILL COUNTRY HARVEST EXPERIENCE Where you will learn how to harvest a million-Austin Hill Country October 11 & 12

Sharon Tinberg is resurrecting Hill Country Harvest on Friday October 11 and Saturday October 12 because of owner demand.

Rags to Riches began in 2008 with the first English and Spanish House Cleaning Training videos in the industry produced specifically for residential cleaning services.  In 2010 Rags to Riches released the first Business In A Box that covered everything from applications to pricing to cleaning and was designed solely for residential cleaning service owners and start ups.  In 2012 Rags to Riches started the first 5 day one on one off site training for owners that was facilitated at the Fig Newton learning center outside of Austin, Texas.  These sessions grew to weekend group sessions known as Hill Country Harvest and were conducted at the same facility until they eventually moved to a variety of cities across the country hosted by cleaning service owners.   Sharon has spent the past two years solely working with 41 owners and their management and cleaning staff in their office one on one.

The industry has grown a lot and changed a lot since 2008.  Rags to Riches support materials have also grown a lot but not changed enough.  In reaction to the changes Rags to Riches has spent the past 4 months updating all of their support materials and creating Edition 2 of Business In A Box which will is now available for those owners who cannot attend HCH live.

What is Hill Country Harvest?  It is a live version of Business In A Box.  You will receive all of the materials, videos, forms, dashboard, etc as BIB.  You will also spend 2 full days embedded with 7 other owners on a beautiful and peaceful ranch in the Texas Hill Country probing into every aspect of your business while Sharon Tinberg facilitates your experience.

You will be treated like Kings and Queens.  You will dine like royalty.  You will not only learn life/company changing ideas but you will actually learn how to implement them, ridding yourself of one of the major catalysts of analysis paralysis.

50% of the 2 days of education at Hill Country Harvest is dedicated to learning the C.O.R.E. cleaning process and how to pass that process on to your cleaners.  Results from previous attendees have been amazing and consistent.  You can click below to listen to an overview of HCH and comments from numerous attendees.

You will need to fly into Austin Bergstrom Airport by Thursday evening May 16, 2019.  You will need to purchase your own ticket but that is your only expense.  Rags to Riches will provide 2 free shuttles from the airport to the Hyatt Place in Cedar Park where your rooms have been reserved and prepaid for Thursday, Friday and Saturday evenings.  Transportation will be provided to and from your hotel to the ranch where the training will be conducted.  There will be 2 free shuttle times again on Sunday morning to return you to the airport.  Shuttle times will be determined after I receive your airline reservation times.  Breakfasts will be provided at the hotel and all other meals will be provided at the training session.  On Saturday evening Sharon and an assistant will serve you a 5 course wine pairing dinner where you will create a bond with the other attendees that will last a lifetime.  Do not miss this opportunity to learn how to take your company to the next level.

Eugena Bring,Keri and me with DVD HCH class 5-1-15-5-3-15

HCH class in front of buffet with Keri and me 5-1-15 to 5-3-15CORE with martini glass and salad

core picturecleaning business training    HCH picnic class 2 5-1-15 to 5-3-15 hch group picture 4-15-16 to 4-17-15

HILL COUNTRY HARVEST AGENDA-2 DAY

Friday, 10/11/19

8:30-9:30am          Introductions

Review Agenda

Embracing Change

9:30-10:30am         Building a Business Model Based On Repeat Clients

Budget calculator

Set goal

Wall Chart

10:30-10:45           Break

10:45-11:15am       How to Control Your Time and Your Life

11:15-11:45pm       Where have all the repeat clients gone

11:45-1:00pm        Hayride to and from picnic working lunch (weather permitting)

Company Vehicles

Solos and teams

Rabbit trail answers

1:00am-1:30pm     Accurate Pricing, Quoting and Selling on the Phone

Pricing calculator and sales scripts

Periodic tasks

Welcome Package

1:30-2:15pm          Finding, Interviewing and Hiring the Best

Proper use of Applicant call-in log

Interviewing Questions

Reference Check Questions

2:15-3:00pm        Being a Person of Influence-Orientation

Orientation Agenda

Employee forms

Job descriptions

New Employee Evaluation Form

3:00-3:30pm       Employee Handbook

3:30-3:45pm        Two and three person team roles and                  responsibilites

3:45-4:00pm        Break-Snack

4:00-4:20pm        Supplies and cleaning tool belt and supplies

4:20-4:45pm         Watch Before You Pick Up A Rag

4:45-5:45pm          Watch How to Long and Short Dust and fill out manual

Play living room Cleaner Game Changer game

5:45-6:30pm          Clean/watch long and short dusting

6:30-6:45pm          New Hire evaluation form

6:45-10:30pm        Open bar and pool in sports bar, hay rides, wiener roast, networking

Saturday 10/12/19

8:30am                  Arrive at Fig Newton Learning Center

8:30-9:00am          Review Friday

Review Day’s Agenda

9:00-9:45am          Watch How to clean a kitchen and fill out manual

Play living room Cleaner Game Changer game

9:45-10:30am         Clean and/or coach kitchen

10:30-10:45am       New cleaner evaluation form

10:45-11:45pm       Leadership versus management

Principles of Leadership

Building A Winning Team

11:45-1:00pm        Hayride to and from picnic working lunch (weather permitting)

Performance appraisals

Disciplinary Action

Exit interviews

1:00-2:00pm          Job Descriptions

Cleaning Partner

Working Supervisor

Field Operations Manager

Customer service, sales Manager

 

 

2:00-3:30pm          Software presentations

Call volume, close ratio and cost per sale

Daily Schedule template

Daily office tracking form/activity log

Daily Team Tracking Form

Quality Control Check List

3:30-4:30pm          One on ones

Staff Meetings

Management

Supervisors

Full staff

4:30-5:45pm          Marketing

On-line

SEO

Newsletters

Cause marketing-Walks for causes

Private schools

Non-profits

Hospitals and clinics and C4R

Community  events

Networking

Networking

Non-profits

Junior League

Ballet

Symphony

Rotary

Chamber

Direct mail and flyers

5:45-6:00pm          Outbound sales calls

6:00-6:15pm          Putting Hope Where Others Think There Is None

6:15-6:30pm          Final Wrap Up and Questions

6:30-7:00               Cocktails on patio

7:00-10:00                           5 course sit down wine pairing dinner

DETAILED LIST OF CONTENTS OF PACKAGE

All documents and videos are accessible through your dashboard.  They can be viewed and/or downloaded for one year from date of purchase.

CLEANING PROCESS
1 Apron plain with buckle, no logo, grey only
1 Apron plain with ties, no logo, grey only
Cleaner roles and Responsibilities-2 & 3 Person Teams English
Cleaning notebook for C.O.R.E. training (English & Spanish)-Maid Easy Reference Guide Educator
House cleaning training-C.O.R.E. English & spanish-Full 5 module sets
Supplies List – Buckets & Cars
Training-How to Implement C.O.R.E. training online seminar recording English
BUSINESS MODEL
7 Habits for Owners-Trilogy-3 online seminars in English
Action Item List-Start Up & Grow-English
DVD 5 Stages of Growth in a Small Business-Stage 1 Existence $0-155K
DVD 5 Stages of Growth in a Small Business-Stage 2 Survival $155-410K
DVD-How I Became a $2M Business
DVD-Building A Business Model Based On Repeat Clients
MARKETING
Advertising seal for C.O.R.E. training users
Apartment/Condo Relationship Building Template
Brochure for marketing-3 fold,print on your PC-Circle of Excellence
Christmas Cleaning Poem for Client & Advertising Use
Client Customer Service Call Log Sheet
Client Customer Service Call Script
Client Easter/Mother’s Day Customer Service Call Script
Coloring Book on Manners
Competitor Pricing-Script to get competitor’s prices and tracking log
Daily Activity Log Spreadsheet
Data Sheet for client-tracks client info and preferences
Flyers-Package of 12 for each holiday
Hospital Relationship Building Proposal Template
Inbound sales/quote client data form
Media List for Press Releases template
Outbound Scripts for one times, cancelled and never serviced
Policies for Clients of Cleaning Services
Press Release for Cause cleanings
Press Releases
Pricing and Labor Matrix Calculator
Pricing for deep clean tasks, i.e. wet wiping, inside refrig, etc
Prospect Response Emails 1 & 2 for internet and Service Magic, etc Inquiries
Hospitals,Schools, Apartments/Condos Relationship Building Proposal Template
Relationship Building with Hospitals Script
Relationship Building with Media Script
Relationship Building with Real Estate Agencies Script
Response Card for client feedback for Website &/or Card
Sales Script Inbound Repeat
Sales script-inbound one time or make ready
School Relationship Building Proposal Template
DVD Accurate Pricing, Quoting and Selling Over the Phone
Seminar Recording: Customer Focus & Satisfaction-English
Seminar Recording: Maximizing Holiday Profits & Scheduling-English
Seminar Recording: Zero Cost Advertising-English
Services Provided-Company Profile Sheet to give client
Spring Cleaning Redefined article for newspaper
Welcome Letter for new client
EMPLOYEES
DVD Dot Your i’s and Cross Your t’s-Employee Handbooks
Seminar Recording: Empower Your Cleaners-English
Recruiting, Interviewing and Hiring the Best Cleaners Online seminar-English
Seminar Recording: From Cleaning to Coaching-English
Applicant Call In Log
Attendance Log
Breakage note for client and form for office-English
Cash Advance Contract-English & Spanish
christmas employee poem-English & Spanish
Cleaning Tools Acceptance Form (English & Spanish)
New hire 10 day daily evaluation form for training time
Daily Team Tracking Form
Desired Product Format Per Meeting
Disciplinary Actions – Verbal, Written & Probationary Forms – English & Spanish
Application for Employment-English & Spanish
Employee Handbook – English & Spanish
Employee Handbook Quiz – English & Spanish
Cleaning Vocabulary List-English/Spanish
Exit Interview Questions (English & Spanish)
General Employee Survey-English
Applicant Interview Questions–English & Spanish
Job Description – Customer Service Manager – English & Spanish
Job Description – Partner – English & Spanish
Job Description – Quality Assurance Manager – English
Job Description -Supervisor/Team Leader – English & Spanish
Job Posting Form – Cleaners & Office Staff-English
Noncompetition and Nonsolicitation Provisions-English & Spanish
Performance Appraisal – Partners – English & Spanish
Performance Appraisal – Supervisor/Team Leader – English & Spanish
Quality Control Checklist-English
Reference Checking Form (English & Spanish)
Time Off Request-English & Spanish
Seminar Recording Worksheet: 7 Habits of Highly Successful Cleaning Employees Part 1-English & Spanish
Seminar Recording Worksheet: 7 Habits of Highly Successful Cleaning Employees Part 2-English & Spanish
Seminar Recording Worksheet: Building a Winning Team Part 1-English & Spanish
Seminar Recording Worksheet: Building a Winning Team Part 2-English & Spanish
Seminar Recording Worksheet: Habit #1 Being Proactive-English & Spanish
Seminar Recording Worksheet: Habit #2 Begin With the End in Mind-English & Spanish
Seminar Recording Worksheet: Habit #3 Put First Things First-English & Spanish
Seminar Recording: 7 Habits of Highly Successful Home Cleaning Employees Part 1-English & Spanish
Seminar Recording: 7 Habits of Highly Successful Home Cleaning Employees Part 2-English & Spanish
Seminar Recording: Building a Winning Team Part 1 for Cleaning Team Leaders-English & Spanish
Seminar Recording: Building a Winning Team Part 2 for Cleaning Team Leaders-English & Spanish
Seminar Recording: Dealing with Rude and Pushy People-English & Spanish
Seminar Recording: Habit #1 Being Proactive-English & Spanish
Seminar Recording: Habit #2 Begin With the End in Mind-English & Spanish
Seminar Recording: Habit #3 Put First Things First-English & Spanish
Reducing Turnover online seminar recording
FINANCE
Budget Calculator
Price Increase Letters for current repeat clients 1 & 2
Vehicle Maintenance Form
Goal Wall Chart Template for Tracking and Displaying plan vs actual for full office
Daily Activity Log Spreadsheet
DVDs (yours forever)
5 Stages Of Growth In Any Small Business Cylce-Stage 1
5 Stages Of Growth In Any Small Business Cylce-Stage 2
Accurate Pricing, Quoting and Selling on the Phone
Building A Business Model Based on Repeat Clients
Building A Winning Team for Owners and Managers
Dot Your i’s and Cross your t’s-Employee Handbooks
How I Became A $2M Business
How To Control Your Time
Orientation-Person of Influence
Principles of Leadership
Putting Hope Where Others Think There Is None
7 Habits of Highly Successful Cleaners (3 meetings)

Only $3499 

$3,499.00 $2,999.00 Add to cart

Register before 8/31/19 and save $500   

Only $2999

$3,499.00 $2,999.00 Add to cart

Only $3700 with payment plan

$1000 down payment/$100 per week for 27 weeks

(Additional $200 for payment plan)

$100.00 / week for 27 weeks and a $1,000.00 down Add to cart

 



Cleaning Vocabulary List-English & Spanish

❝The limits of my language are the limits of my world.❞

Ludwig Wittgenstein

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❝One language sets you in a corridor for life. Two languages open every door along the way.❞

Frank Smith

KEY FACTOR:

If you have employees who cannot speak any English it is imperative that your application, documents, employee handbook and training materials are all in the language of the employee who cannot speak English. You cannot expect them to look at the owner of your company as a person of influence when the owner did not even care enough about their success to invest the time and money to make sure they understood what was expected of them. How can they possibly have any hope of being successful and growing with your company if they cannot understand what you expect them to do.

ACTION ITEM:

Begin by making a list of 50 cleaning terms in both English and Spanish. Make it part of the condition of employment that they will learn and retain 5 English words a week or 1 a day. Simultaneously, you need to learn 5 Spanish words a week. A person who knows 2,000 words is considered bilingual. In 8 years you and your employees will be bilingual and grateful to one another for the world of opportunity you have both brought upon yourselves. Now your employees will look at you as a person of influence because you have taken the time to learn their language. Your English speaking only employees will also look at you with new found respect. I went back to college and took 16 credits of Spanish in 2 years the first year I hired a cleaner who could not speak any English. After college and producing C.O.R.E. training learning Spanish is the 3rd most important accomplishment in my life. I was not patient enough to wait 8 years to teach myself the language and I needed to communicate effectively with my employees before 8 years.

IMPLEMENTATION PROCESS

When a new none English speaking employee goes through orientation they should receive their first list of 50 words as part of orientation. Check their 5 words weekly. Go to the top of the list each week and check all of the words or they will forget the first 5. This list will last 10 weeks and you will go through 50 words their last week. The employee hands you their list and you highlight the 5 words they learned that week. When the 10th week comes the entire sheet should be lighted and you will give them a second sheet of 50 words and/or phrases that are commonly used with clients. The employee must not lose their sheet because all of your employees will be at different stages on the sheet, dependent upon when they started. If they lose their sheet, give them another sheet and have then learn 10 words that week. If you are not bilingual in their language, when you have finished checking their words have them check your list. You will help one another with pronunciation and that is one of the road blocks to learning a language. Everyone thinks they sound ‘stupid’ so they are afraid to try to speak another language. Once they can say 50 words with confidence the sky is the limit and they will be asking for more than 5 words a week.

Related Product: Cleaning Vocabulary List-English/Spanish

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Noncompetition and Nonsolicitation Provisions-English and Spanish

 WHAT KILLS A SKUNK IS THE PUBLICITY IT GIVES ITSELF

Abraham Lincoln

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KEY FACTOR:

Unfortunately, we sometimes hire people who do not think ethically. They may not even realize that something is unethical. Consequently, we could end up with an employee or two who ‘steals’ our clients. They steal them for a variety of reasons; the client suggests the idea, the cleaner sees all those ‘big’ checks they are bringing to you and thinks they should be making a lot more money, the cleaner wants to start their own cleaning service, etc. It does not really matter. The outcome is the same. You lose revenue and, usually, a good cleaner. Your client loses a good cleaning company and gains a person who cannot be trusted and they ‘smelled’ that when they knew they were doing something wrong hiring them away from you. This usually ends up to be a lose/lose/lose situation for all 3 involved.

ACTION ITEM:

Covering this subject the first day an employee works for you will have a positive impact. Have them sign a non-compete contract and make it very clear to them that if they ‘steal’ a client you will pursue them with an attorney in a court of law for lost revenue and damages. It is very difficult to win these cases but it can be done. The most important thing is that you have intimidated 80% of your employees enough that they won’t even consider the possibility of ‘stealing’ one of your clients.

IMPLEMENTATION PROCESS:

Create a non-compete contract, or purchase ours, that every one of your employees sign whether they clean homes or not. Have new employees sign the contract before they ever see one of your customer’s names. If you have bilinguals working for you be sure it is available in their language as well.

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Noncompetition and Nonsolicitation Provisions – English

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Noncompetition and Nonsolicitation Provisions – Spanish

Only $10.00

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Seminar Recording: Habit #2 Begin With the End in Mind-English & Spanish

WHAT LIES BEHIND US AND WHAT LIES BEFORE US ARE TINY MATTERS COMPARED TO WHAT LIES WITHIN US

OLIVER WENDELL HOLMES

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KEY FACTOR:

To channel our employees toward our company core values they must first understand what core values are. Habit #2 deals with core values. Many of our employees come from backgrounds where core values were never discussed. Most of our employees feel they have no control over their destiny. What will happen will happen. It is our responsibility as owners to help our employees uncover their purpose in life, understand that they are capable of fulfilling that purpose and give them the tools that will keep them on track doing the right things toward fulfilling their purpose. So, Habit #2 is all about doing the right things. It is all about core values such as:

  • Succeed at home first
  • Follow Divine help
  • Always tell the truth
  • Be kind to everyone
  • Always listen to both sides
  • Learn one new thing a year
  • Plan tomorrow’s work today
  • Always be positive and happy
  • Etc.

ACTION ITEM:

Develop and write down the core values for your company. Your company core values should be presented during a new employee’s orientation program but that is not enough. You need to discuss the core values of your company every opportunity you get. Have a meeting on personal core values and use that meeting to also discuss your company core values. Discussing personal core values first will give deeper meaning and insight into the values you have established as owners and managers.

IMPLEMENTATION PROCESS:

As the owner, you are the facilitator and the catalyst for keeping your company values alive. You need to do more than present them one time at an orientation session. If one of your company values is to get to every job on time then that needs to be posted somewhere in your office and discussed constantly until it becomes a habit. No matter what happens, if you have to go in a cab and clean a home yourself, you will be on time for every home. That is demonstrating your values. Have a meeting where the topic of values is introduced and then continue to discuss values at every meeting through the use of examples in your company where values were recognized. If meetings are not possible in your company, use the video from Rags to Riches called Habit #2 Begin With the End In Mind to introduce the subject and then you can talk values whenever you get the chance to see your cleaners.

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Seminar Recording: Building a Winning Team for Cleaning Team Leaders-English & Spanish

COACHES DON’T CARRY THE BALL-TEAM MEMBERS DO

COACHES UNDERSTAND THE MEANING OF ‘DIFFERENT STROKES FOR DIFFERENT FOLKS’ WHILE TREATING EVERYONE EXACTLY THE SAME

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KEY FACTOR:

Like sports, the company that puts together the most skilled and synergistic team will most likely score the most points. The coach only coaches, it is the team members who must carry the ball. For a coach to be successful they must understand each player and what stage that player is at. Every employee at every company from entry level to CEO goes through 5 steps or stages. Chances are also good that very few of your employees will be at the same stage at the same time. The first two steps are safety and trust and are all about the new employee. The next three stages of intimacy, goals/tasks and mission/vision represent the steps or stages that ‘intact’ work teams experience together. The key factor is that stages cannot be skipped. Stage 1, safety, is all about the needs of the new employee. When adequate information is not shared with the new employee, their questions are not answered or they do not feel they received adequate training to do their job there is a very good chance your new employee will never make it to stage 2, trust. Lack of safety is the main reason why many new cleaners are ‘no shows’ as early as their second day of work. If an employee feels safe their next step is to look at your company and its employees searching for reasons to trust both. If trust is established on all levels the employee will evolve into an intimacy level with your company and their team (if you work on teams) and the benefits of intimacy begin to surface (support system, fun, familiarity, comfort and ease of performing job). When your employees reach the goals/tasks stage your employee turnover virtually stops and at the mission/vision stage performance excellence is virtually self perpetuating.

ACTION ITEM:

Develop processes that will be followed by all players at all levels of your company which will insure a smooth and deliberate transition through the 5 stages of growth for each employee. Develop the necessary skills in each of your key players who are centers of influence in your company. Their ability to meet the needs of their subordinates is key to your success and the success of your company.

IMPLEMENTATION PROCESS

Make a list of things that you can do to make a new employee feel safe their first day on the job. Then expand that list to their second and third day. Your list would include things like giving a thorough orientation program and personal things that should be covered in that orientation like breaks and lunch hours (our breaks were when they were being paid to ride from house to house and they brought their lunch and ate it between jobs or they needed to check out for lunch), typical hours for a work day, attire to be worn, holidays not work and paid or unpaid. If you have teams, compile a list of your expectations for the Team Leader. Their list would include things like introducing themselves and any other partners, using the new persons name numerous times during the day, having the new person sit in the front seat where they are at the center of conversation, etc. Do not assume this will automatically happen. I am ashamed to admit that I had more than one Team Leader who worked with a new employee all day long and did not know their name. (I am even more ashamed when I have to ask myself ‘And where was their name tag!?!’ So much to do and so little time)
Ashley Windsor Testimonial – CleanSpace –

Ines Cohron Testimonial – Total Home Cleaning – Summit, NJ –


 

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Job Description – Partner – English & Spanish

ACHIEVEMENT ALWAYS TAKES PLACE IN THE FRAMEWORK OF HIGH EXPECTATION

…CHARLES F KETTERING

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WHATEVER YOU ARE, BE A GOOD ONE

ABRAHAM LINCOLN

KEY FACTOR:

All employees like to know what is expected of them and how they will be evaluated. A thorough job description accomplishes this key factor. Because it is written down it avoids any possible misunderstandings. The job description is the guide for accountability for both the employer and the employee. It tells the employer what needs to be trained and it tells the employee what they must learn and perform. A job description starts with a title and the first job description most residential cleaning services need to put together is the cleaning partner job description. The job description should be detailed and cover every expectation of their job, not just cleaning a home.

ACTION ITEM:

Compile a list of all of the duties and responsibilities that you will have a cleaning partner perform in your company. This description should include everything that you want them to do and more. A few examples of things that should be included are:

  • Be on time each day for work
  • Introduce yourself and be friendly and courteous to all clients
  • Clean your area of responsibility in all homes assigned to your team each day
  • Clean a minimum of 30 client paid hours per week in 40 employee hours or less
  • Clean homes with quality guaranteeing no more than 4 quality cancels per year
  • Follow methods in CORE training always utilizing apron and top to bottom-left to right system
  • Help to maintain cleanliness of company vehicles
  • Inform Team Leader of needed supplies on Tuesday and Thursday morning
  • Maintain the equipment you utilize in proper working order
  • Many more

There are many other duties and responsibilities to list, depending upon the operations of your company. The last item should always be ‘Other duties as assigned’. A job description is typically less than one page.

IMPLEMENTATION PROCESS:

Review the employee’s job description with them during orientation. It normally follows the reading of the employee handbook. Have the employee sign the bottom of a copy and put it in the employee’s file and give them a copy. Be sure to update job descriptions as changes and additions require.

Ashley Windsor Testimonial – CleanSpace –

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Seminar Recording: Habit #3 Put First Things First-English & Spanish

THE KEY IS NOT TO PRIORITIZE WHAT’S ON YOUR SCHEDULE, BUT TO SCHEDULE YOUR PRIORITIES

STEPHEN R COVEY

THE SUCCESSFUL PERSON HAS THE HABIT OF DOING THE THINGS FAILURES DON’T LIKE TO DO

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STEPHEN COVEY

I THANK GOD I LIVE IN A COUNTRY WHERE DREAMS CAN COME TRUE, WHERE FAILURE IS SOMETIMES THE FIRST STEP TO SUCCESS, AND WHERE SUCCESS IS ONLY ANOTHER FORM OF FAILURE IF WE FOGET WHERE OUR PRIORITIES SHOULD BE

HARRY LLOYD

KEY FACTOR:

Habit #2 was about doing the right things and Habit #3 is about doing things right. Setting priorities to reach the goals was established in Habit #2. A major part of successful living lies in the ability to put first things first. One of the reasons most major goals are not achieved is that we spend our time doing second things first. When discussing Habit #3 with your staff you are really telling them to do what they need to do. In Habit # 2 they planned their life and in Habit #3 they are going to do their plan. This is the habit where they learn that it is often ‘easier said than done’.This is the most tedious and disciplined habit and the most important habit that you will teach your staff because this is the habit that teaches them self discipline, self management and will power. It is also the habit where they will be able to start realizing day-in and day-out successes in both their personal and career lives because of working their plan. Concurrently, you will also start realizing day-in and day-out successes because of the efforts that you have put into sharing the wisdom of the 7 habits with your staff.

ACTION ITEM:

The sharing and implementation of this habit will go on forever. Plan a meeting where you discuss Habit #3 along with meetings that teach the skills necessary to implement Habit #3. This habit requires huge organizational skills and these skills will need to be taught to your cleaning staff. Teach them how to set priorities. Teach them what makes the difference between things that are urgent and things that are important and teach them how to determine what really is urgent and important.

IMPLEMENTATION PROCESS:

Plan the meeting time and date where you will introduce the importance of setting priorities and putting first things first and then actually doing those things. Spend time talking about the four quadrants that everything falls into

  • Things that are urgent and important
  • Things that are not urgent but important
  • Things that are urgent and not important
  • Things that are not urgent and not important

This is the area that seems to create the largest problem for people when they are setting priorities. Most people spend the majority of their time in the last quadrant and very little time in the second quadrant. Be sure that you are able to express the importance of doing things while they are important so they will never reach the urgent stage. Providing your employees with some tools to help in this area, like a little calendar for them to track their appointments or a little note book to write reminders to themselves or even keep their ‘things to do list’ will help to engage them in this habit.

Research this topic on the internet and prepare your first presentation or use Rags to Riches video Habit #3 to introduce this topic to your cleaning staff. Once the topic is introduced it very easy to keep alive in day-to- day discussions because you will constantly have opportunities to ask your cleaners what quadrant their priority really fell into. Just getting the topic of setting priorities on the table at your office will greatly help to expedite organization in your day-to-day operations.

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Application for Employment – English & Spanish

FIRST IMPRESSIONS ARE LASTING IMPRESSIONS

PROFESSIONAL APPLICATIONS IN ENGLISH AND SPANISH WILL ENHANCE YOUR COMPANY IMAGE

KEY FACTOR:

It is no secret that cleaning homes is not viewed as a glamorous job. When many of our applicants come in the door their expectations for joining this industry are low and many feel like they are just desperate for a job and will take anything, even cleaning houses. It is our job to show our applicants this is not just ‘anything’ but they have landed (maybe by default) into one of the fastest growing industries in the nation which offers great potential and growth for them. They need to leave your office excited about the interview and really hoping that they get the job.

ACTION ITEM:

Set a specific time for your interview with the applicant on the phone or via email. Be prepared for the applicant when they come into your office or home. Have the application sitting out with pen or pencil on top of it. Be sure your office/home is neat and tidy. Remember, first impressions are lasting impressions. Do not leave the applicant sitting somewhere while you take care of last minute items or handle problems or issues with other employees. Make them feel like there is nothing more important than them, to you, at this time. Use an extremely professional application and have them available in Spanish for your non English speaking applicants.

IMPLEMENTATION PROCESS:

Put together an application for employment that contains all of the necessary data you want to collect from the applicant. A google search will give you lots of choices or you can purchase our applications in both English and Spanish below as a word document and easily add your logo to our application.

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Reference Checking Form English & Spanish

REFERENCE CHECKS

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ASK THE RIGHT QUESTIONS AND YOU’LL GET THE RIGHT ANSWERS

KEY FACTOR:

Some previous employers are afraid to say anything about a previous employee; some are forbidden by their company to say anything and some are just waiting for you to ask the right question so they can ‘spill the beans’ on the previous employee. One thing for sure, if you have not prepared any questions you will receive very few answers.

ACTION ITEM:

Prepare a set of easily answered questions for the previous employers. Start with factual answers like verifying their dates of employment and their salary. Then go into more subjective questions with multiple choice answers. Then end with a couple of open ended questions that allow the previous employer to talk as much as they want.

IMPLEMENTATION PROCESS:

Put together a set of questions that you can use for every applicant following the guidelines above. Gather your own questions or choose some of the many we have listed on our reference checking questions list. If you hire the applicant be sure to share with them what you heard. It will give your company a lot of credibility to the new hire if they know that you did, indeed, check their references. (You do what you say you are going to do.)

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Job Description – Team Leader – English & Spanish

A LEADER IS ONE WHO KNOWS THE WAY, GOES THE WAY, AND SHOWS THE WAY

JOHN C MAXWELL

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LEADERSHIP AND LEARNING ARE INDISPENSABLE TO EACH OTHER

JFK

KEY FACTOR:

Job descriptions that can stand the test of time by growing with your company require some time and thought. This is an extremely important document in your company. It is the benchmark you will use when evaluating your employees and the benchmark your employees will use when achieving excellence in their position. Your job descriptions for your Team Leaders will guide the direction your company will take.

ACTION ITEM:

Make a list of all of the duties and responsibilities that you want your Team Leader to assume. If you have working Team Leaders, as most companies do, there will be some overlap with duties that are given to the cleaning partner. The Team Leader’s list will need to expand to include things such as:

  • Introduce yourself and your partners to each client
  • Supervise the cleaning of all homes assigned to your team each day
  • Liaison between customer and company
  • Timely completion of performance and merit reviews on cleaning partners
  • Maintain cleanliness and fluid levels of company vehicles
  • Call in needed supplies on Tuesday and Thursday morning
  • Check all keys and files against check out sheet on Tuesdays and Thursdays and manage keys and files while in your possession, insuring no loss of keys and files
  • Motivation and management of cleaning partners

There are many more duties and responsibilities that will need to be added, depending upon the structure of your company. If your company uses individual cleaners to clean each home the Team Leader and Partner job descriptions can be merged.

IMPLEMENTATION PROCESS:

Each time a Team Leader is hired from the outside or promoted from within take the necessary time to go over the job description with the new Team Leader. Ask them where there concerns are regarding all of the responsibilities. There is a very good possibility this person has not been trained to do all of their responsibilities the way you are visioning they will be handled. Find out from the employee themselves where they feel they are weak and then develop a plan of action to strengthen any weak areas. This is generally accomplished through ongoing training venues.

Ashley Windsor Testimonial – CleanSpace –


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House Cleaning Training: C.O.R.E. English &/Or Spanish-Full 5 Module Sets
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  • Module I: Before You Pick Up a Rag: Covers dress, rules in the home, cleaning supplies & equipment, preparing to enter the client’s home and entering the home
  • Module II: How to Clean a Kitchen: Includes supplies needed, preparation of kitchen, instructional cleaning processes, rules and efficiency practices.
  • Module III: How to Clean a Bathroom: Includes pre-inspection of all baths for mildew, instructions for long dusting and wet and dry cleaning trips
  • Module IV: How to Long and Short Dust: Uses an apron for efficiency and follows top to bottom-one direction only system for long and short dusting
  • Module V: Beds, Floors and Wrapping Up: Covers changing of linens, large vacuuming, small vacuuming, mopping floors, final walk through and exiting the home


   
For an in depth understanding of starting, growing and running a successful residential cleaning business using our premiere DVD training, view all of our DVD samples by clicking here.
 
 



7 Minute C.O.R.E. training Video Samples
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House Cleaning Training: C.O.R.E. English &/Or Spanish-Full 5 Module Sets-7 Payments
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  • Module I: Before You Pick Up a Rag: Covers dress, rules in the home, cleaning supplies & equipment, preparing to enter the client’s home and entering the home
  • Module II: How to Clean a Kitchen: Includes supplies needed, preparation of kitchen, instructional cleaning processes, rules and efficiency practices.
  • Module III: How to Clean a Bathroom: Includes pre-inspection of all baths for mildew, instructions for long dusting and wet and dry cleaning trips
  • Module IV: How to Long and Short Dust: Uses an apron for efficiency and follows top to bottom-one direction only system for long and short dusting
  • Module V: Beds, Floors and Wrapping Up: Covers changing of linens, large vacuuming, small vacuuming, mopping floors, final walk through and exiting the home


   
For an in depth understanding of starting, growing and running a successful residential cleaning business using our premiere DVD training, view all of our DVD samples.
 
 



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House Cleaning Training: Before You Pick Up A Rag-Module I-English & Spanish-C.O.R.E. Training
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IF YOU WANT YOUR CLIENTS TO REMARK TO OTHERS ABOUT THEIR CLEANING EXPERIENCE WITH YOUR COMPANY THEN YOU NEED TO LEAVE THEM WITH A REMARKABLE EXPERIENCE

THE QUALITY OF THE CLEANING IS ONLY 50% OF THAT EXPERIENCE

KEY FACTOR:

There are a lot of steps involved in leaving a client with a remarkable experience when it comes to cleaning their home. The quality of the cleaning itself is only 50% of a remarkable experience. The other 50% comes from both the office staff and the cleaners paying very close attention to administrative details. You must cover your administrative processes with your cleaners before they enter a client’s home so you are sure that they will make a single mistake with the key, alarm, pets, etc. Remarkable experiences are remarked about and are the beginning of referrals and a self-perpetuating company.

ACTION ITEM:

Create a list of the items that you need to cover with a new employee before they leave for their cleaning day representing your company. Go over each item detailing the process and/or policy in your company. This should be things like dress code, cell phone use, location of client specifications, etc.

IMPLEMENTATION PROCESS:


You MUST go over the following items with a new employee before they go to any client’s home if you want each and every one of your cleanings to be a remarkable experience for your client. That is how you build a remarkable company.

  • Appropriate Dress Code
  • Name Tags
  • Aprons
  • Hair Requirements
  • Cell phones
  • Restricted use of client equipment
  • No food or drink in home
  • Introduction to Client
  • Be on time
  • Read client data and comments



   
For an in depth understanding of starting, growing and running a successful residential cleaning business using our premiere DVD training, view all of our DVD samples.
 
 



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Cash Advance Contract-English & Spanish

AN OUNCE OF PREVENTION IS WORTH A POUND OF CURE

KEY FACTOR:

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Theft is a major concern in our industry. We want to do everything we possibly can to deter a major or petty theft problem resulting from one of our cleaners.
Our employees are the core of our company. We want to make every effort that is feasible to support them and their ability to come to work everyday and concentrate on performing quality work.

ACTION ITEM:

A small amount of money may make all of the difference in the world to the ability for one of our cleaners to come to work, to not be able to concentrate on their work because they don’t have any money to put in their car to get home after work or to not be tempted to take some change from a customer’s change jar. I realized this one of our first years in business. I had a great new employee not show up for work her 4th day of work. When she came in to pick up her paycheck I asked her why she was a no show. She explained to me that she did not have $5 (this was 20 years ago) to put gas in her car to get to work. When I asked her why she didn’t call and tell me that because I would have loaned her $5 she said she was too embarrassed. That day I started a cash advance against future pay system that worked fantastic for 20 years.

IMPLEMENTATION PROCESS:

Include the cash advance form in the new hire packet. Present it to the new employee their first day so that they know it is available to them. Show them where you keep the forms in your office so that they do not need to be embarrassed asking for one. They can just go get it when they need it, fill it out and give it to you. I allowed $25 for employees under 90 days and $50 for employees over 90 days. They could not get any more money until the last advance was paid back and they needed to pay it back within 4 weeks. If they were absent any days in the previous week they did not qualify for a cash advance. If you are a bilingual facility be sure the cash advance is written in both English and Spanish. Write your own or purchase ours.

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Employee Christmas Appreciation Poem-English & Spanish

Your cleaner/employees really are far more important to you than your client. We recommend you show them every day for 12 days before Christmas how much they mean to you. This will make it fun for them to come to the office every day at a very stressful time in their lives. The first gift that you will give them is their very own coffee mug which they will fill with the coffee that you have made for them. Attached to the mug will be the ’employee ‘Twas the Night Before Christmas poem written especially for them. You will have free coffee prepared for them every day before Christmas and each day after the first day you will have something else to give them along with the coffee.
A list of inexpensive items is listed below that you can use each day or think of your own ideas. You might want to make the last day a little larger item with a special Christmas gift to them, but you certainly do not need to. This will show them every day for 12 days just how much they mean to you. Granted, this is also a very busy time of the year for you but this idea is very simple to implement and easy to keep going. It will also give your cleaners something to look forward to each day besides another dirty home. Each day you want to attach a small piece of paper to their gift of the day that says: On the (11th ) day before Christmas I show my appreciation for you with —————-.

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Gift Ideas:

1. Mug for them to keep and coffee each day in their mug
2. Trail Mix
3. Piece of fruit
4. Cookies
5. Christmas Card
6. Ornament or ornaments on more than one day
7. Candy cane
8. Wrapping Paper (for the presents they will give)
9. Team thermos (So they can bring more coffee with them)
10. Merry Christmas Cake for the office-They each leave with a piece
11. Cupcakes
12. Lip balm/gloss
13. Hand lotion
14. Bottled water
15. Single serving cereal box
16. Energy bar
17. Measuring spoons
18. Breakfast tacos
19. Cookie cutter(s)
20. Dollar store kitchen gadgets
21. Dollar store bath gel

Last day gift ideas:

Pointsettia
Candle
McDonald’s gift certificate
Grocery Store gift certificate
Walmart gift certificate

Twas the Night Before Christmas rewritten for appreciation of employees. First stanzas below

Twas 12 days before Christmas

And all through the town

Many homes needed cleaning

We can’t let them down.

English Poem

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Interview Questions – English & Spanish

INTERVIEWING THE APPLICANT
WHO HAS CONTROL OF THE INTERVIEW?

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A STANDARD SET OF APPLICANT QUESTIONS
WILL KEEP YOU IN CONTROL OF THE INTERVIEW

KEY FACTOR:

You ‘set the stage’ for how an employee will follow your direction as a leader when you interview the applicant. You have set a professional stage with your refined application so you will want to continue this level o f professionalism throughout your interview process with well thought out and organized questions. This will encourage the applicant to want to work for you. If you just let them ramble on about whatever they want to tell you, they are controlling the interview and not you (and will most likely try to be in control the entire time they work for you). They will tell you what they think you want to hear and they will ask you what is important to them, not to your company or to you.

ACTION ITEM:

Prepare a set of questions that you will use in every interview. This will keep you consistent in your hiring practices and help you to uncover possible problem areas with an applicant. Asking questions about their flexibility, their reactions to specific situations and what they are looking for in a job will tell you a lot about a person and how they would fit into your company culture.

IMPLEMENTATION PROCESS:

Put together a list of questions to use after you have reviewed their application. First, go through the application looking for any areas that were not completed. If an applicant does not fill out the application completely it indicates two things: they do not pay attention to detail and/or they did not come to the interview prepared with phone numbers, addresses, previous dates of employment, etc. Begin the interview with the applicant for any missing information on the application. You fill it in as they give it to you. Never put the application back in the applicant’s hands again. Look for gaps in previous employment and ask what they were doing during that time (they might have been in jail for theft). After reviewing their application proceed to your interviewing questions. Take good notes when they are answering and do not answer the questions for them, even if they are struggling for answers. Pause, restate the question in a different way but do not let them control your interview. Create your own list of questions or use the questions I used when I had a staff of 56 cleaners, some of which were there for 18 years.

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Job Description – Supplies Person – English & Spanish

WHEN IN DOUBT, MUMBLE, WHEN IN TROUBLE, DELEGATE, WHEN IN CHARGE, PONDER

…JOHN H BOREN

NOTHING IS IMPOSSIBLE IF YOU CAN DELEGATE EFFECTIVELY

KEY FACTOR:

Eventually, there will be, or there is now, more work than one owner can accomplish. When it comes to delegating some of the administrative/non-income earning jobs to someone else there are multiple decisions you can make. I have always operated under the premise that you get rid of the cheapest and easiest jobs first. The cheapest because it won’t cost you much to hire them done and if they cost the least to hire done, they are the least valuable of your skills as an owner. The easiest because it will be easy to train someone else to do them and one thing we are really short on, when we are hiring our first internal person, is time. For this reason I would recommend your first internal person is a supplies person. This person can also be promoted from within which is a huge moral booster and motivator for your current staff.

ACTION ITEM:

Put together a job description listing the duties and responsibilities that you envision for a Supplies Person position. Some, but certainly not all of the duties and responsibilities that you can place on a supplies person are:

  • First relief person in field when cleaner(s) absent
  • Restock shelves with appropriate cleaning supplies
  • Order more cleaning supplies when necessary
  • Take bank deposit to bank on Wednesdays and Fridays
  • Wash and dry long dusters and feather dusters
  • Repair vacuum cleaners
  • Fill gallon jugs with diluted concentrates of appropriate cleaners
  • Clean office weekly
  • Pull and dismantle files for canceled clients
  • Pull client keys and files on check out days
  • Make client confirmation calls
  • And much more

IMPLEMENTATION PROCESS:

After you have completed the job description run an ad, if necessary, or post the job internally. Interview any internal applicants and, if possible, promote from within. If you hire from outside your company make it very clear to the outside applicants, as well as any internal applicants, that the first priority on their job description is as a relief person. When someone is not able to work on a given day the supplies person will go out and clean. This is another huge benefit of adding this position first. After you hire the right person for this position go over every aspect of the new supplies person’s job description with them. Train them how to do each new duty and responsibility and then help them to prioritize the jobs.

Ashley Windsor Testimonial – CleanSpace –


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